Frames or social structures? Comment on “Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices”
本文评论了Budd、Pohler和Huang将认知框架理论引入雇佣关系研究的尝试，同意其对非正式工作场所社会动态的重视，并建议进一步关注认知框架在原始社会结构中的来源。
Abstract Do workers and employers hold strong views about the nature of the employment relationship? Are these views causally important for understanding the success or failure of human resources practices? In this article, I comment on Budd, Pohler and Huang’s project of bringing cognitive frames theory to employment relations research. I agree with their emphasis on informal workplace social dynamics and suggest further attention to the sources of cognitive frames in primitive social structures.